Human Resource Management. Introduction Essay Example | Topics and Well Written Essays - 3000 words

Human Resource Management. Introduction - Essay ExampleOD is a long range effort to change organizations problem solving and renewal processes, particularly through more effective and collaborative perplexity of organization culture-with specific emphasis on the culture of conventional workteams-with the assistance of a change agent or catalyst and the use of the theory and technology of applied behavioral science including action researchKurt Lewin (1898 - 1947) is widely recognized as the founding father of OD, although he died before the concept became current in the mid-1950s. From Lewin came the ideas of group dynamics, and action research which underpin the basic OD process as well as providing its collaborative consultant/client ethos. Institutionally, Lewin founded the Research Center for Group Dynamics at MIT, which moved to Michigan subsequently his death. RCGD colleagues were among those who founded the National Training Laboratories (NTL), from which the T-group and group-based OD emerged. In the UK, working as close as was possible with Lewin and his colleagues, the Tavistock Institute of Human Relations was important in growing systems theories. Important too was the joint TIHR journal Human Relations, although nowadays the Journal of Applied Behavioral Sciences is seen as the leading OD journal.Organizational change management is the process of developing a planned approach to change in an organization. Typically the objective is to maximize the collective benefits for all people involved in the change and minimize the risk of failure of implementing the change. The discipline of change management deals primarily with the human aspect of change, and is therefore related to pure and industrial psychology. many another(prenominal) technical disciplines (for example Information technology) have developed similar approaches to formally control the process of making changes to environments.Change management can be each reactive, in which case m anagement is responding to changes in the macroenvironment (that is, the source of the change is external), or proactive, in which case management is initiating the change in order to achieve a desired goal (that is, the source of the change is internal). Change management can be conducted on a continuous basis, on a regular scroll (such as an annual review), or when deemed necessary on a program-by-program basis.Change management can be approached from a number of angles and applied to numerous organisational processes. Its most common uses are in information technology management, strategic management, and process management. To be effective, change management should be multi-disciplinary, touching all aspects of the organization. However, at its core, implementing new procedures, technologies, and overcoming resistance to change